Question 1

Which of the following practices would be discriminatory?

Accepted Answer

All of these practices can be considered discriminatory as they imply a preference for a specific gender or age group, which can violate equal employment opportunity laws.

Question 2

Of these possible means of recruitment,which has the greatest potential to be discriminatory?

Accepted Answer

Nepotism or "word of mouth" has the greatest potential to be discriminatory as it relies on personal connections and relationships, which can often exclude certain groups of people based on their race, gender, or other factors. It may also lead to the hiring of less qualified individuals over more qualified candidates. The other options (use of an employment agency and want ads) have more objective criteria and are less likely to result in discriminatory practices.

Question 3

It is a violation of anti-discrimination laws to place a want ad indicating a preference based on:

Accepted Answer

Placing a want ad indicating a preference based on any one of these factors (race, religion, sex, or national origin) is a violation of anti-discrimination laws. Therefore, answer choice E, "all of these," is the correct answer.

Question 4

Which of the following interview topics would be considered inquiries regarding an applicant's medical condition?

Accepted Answer

All the listed topics involve inquiries about an applicant's medical history or condition, which are considered medical inquiries.

Question 5

Which of the following is true regarding fraud claims?

Accepted Answer

Fraud claims require that the false statement was made intentionally or with reckless disregard for the truth. This differentiates them from negligent misrepresentation claims, which only require that the statement was made negligently.

Question 6

Nepotism and word of mouth hiring:

Accepted Answer

Nepotism and word of mouth hiring can lead to discriminatory effects, especially if the employer's existing workforce is racially homogeneous. While they are not explicitly prohibited by Title VII, they need to be carefully scrutinized to ensure that they do not result in discriminatory hiring practices.

Question 7

Which of the following is a difference between employing foreign nationals with work visas for work in the U.S.and employing U.S.citizens?

Accepted Answer

Foreign nationals with work visas often have employment duration limits based on their visa type, whereas U.S. citizens do not have such restrictions.

Question 8

Which of the following statements is NOT true?

Accepted Answer

Anti-discrimination laws apply to all aspects of employment, including employment agencies. It is illegal for employment agencies to discriminate against applicants based on protected characteristics such as race, gender, age, religion, etc.

Question 9

Which of the following is true regarding want ads and job announcements?

Accepted Answer

The wording of job announcements and ads must be neutral to avoid discrimination and ensure equal opportunity for all applicants.

Question 10

In NAACP v.North Hudson Regional Fire & Rescue,the NAACP sued the North Hudson fire department for disparate impact discrimination because the fire department required that potential firefighters live in North Hudson.In North Hudson,only 3% of the population was African-American,while in the Tri-county area,37.4% of protective services workers were African-American.North Hudson claimed that residency was a business necessity.The court ruled:

Accepted Answer

The court ruled in favor of the NAACP because they argued that there were less discriminatory means of achieving the fire department's goals. The court found that residency was not a business necessity and ruled that the requirement had a disparate impact on African-American potential firefighters. Therefore, the NAACP prevailed in their claim of disparate impact discrimination.

Question 11

Which of the following kinds of advertising is legally prohibited?

Accepted Answer

None of the listed advertising methods are legally prohibited. Advertising in a foreign language newspaper, inviting women and minorities, or using a church bulletin are all permissible under U.S. law, provided they comply with equal employment opportunity regulations.

Question 12

In Harrison v.Benchmark Electronics,a temporary employee was asked by his supervisor to apply for the job as a permanent worker.He did so,and took a pre-employment drug test,which was positive.The Medical Review Officer,upon learning that the applicant had epilepsy,and his drugs were legally prescribed,cleared him to be hired,but his supervisor,who sat in on the Medical Review meeting,fired him.The court ruled that:

Accepted Answer

The court ruling suggests that employers have the legal right to ask questions about drug use but not disability pre-employment. This means that while employers can conduct drug tests and inquire about the use of prescription drugs, they cannot inquire about an applicant's disability status prior to making a conditional offer of employment. Therefore, choices A, B, and D are incorrect.

Question 13

Which of the following inclusions in a want ad would be least likely to be considered
Discriminatory:

Accepted Answer

The inclusion of "servers/waitstaff wanted" is describing a job position and not specifying any age or demographic requirements. The other options include age or graduation year specifications and could potentially be viewed as discriminatory.

Question 14

For purposes of determining discrimination in recruitment,the "relevant labor market" is defined as:

Accepted Answer

The relevant labor market refers to the population of qualified individuals who are geographically close enough to the job to be considered for it. This is because it is important to consider the population that the employer is drawing from when assessing the possibility of discrimination in recruitment. The protected class composition of the applicant pool or population as a whole may not accurately reflect the available pool of qualified candidates.

Question 15

Which of the following practices would be discriminatory?

Accepted Answer

A) using different kinds of application forms for different people applying for the same position can be discriminatory because it may imply that certain groups are not being given an equal opportunity to apply for the job.

B) discouraging a candidate from applying based on characteristics like race, gender, age, religion, etc. is discriminatory as it deprives them of an equal opportunity to apply for the job.

C) accepting applications for a position for only one week may not be discriminatory by itself, but it may pose a disadvantage for some candidates who were not aware of the position being advertised during that short interval of time.

Therefore, options A and B are discriminatory, and option C is not necessarily discriminatory but may be disadvantageous for some candidates. Hence, the best answer is E.

Question 16

Determining whether discrimination has occurred regarding recruitment requires an analysis of:

Accepted Answer

When determining whether discrimination has occurred regarding recruitment, it is essential to analyze the relevant labor market. This includes examining the available pool of qualified candidates, identifying any barriers that may prevent particular groups from applying or being selected for employment, and reviewing the employer's recruitment practices. Focusing on the relevant labor market helps to ensure that any discrimination is identified and addressed appropriately. The overall labor force, national labor force, and international labor market may provide useful context, but they are not as relevant to assessing discrimination in recruitment specifically.

Question 17

In order to prevent discrimination against applicants of protected classes,your colleague decides to note the protected class characteristic of the applicants on their applications.What would be your advice to her?

Accepted Answer

Noting the protected class characteristic of the applicant on the application could be seen as discriminatory and could open the company up to charges of discrimination. It is better to avoid noting these characteristics and instead focus on objective qualifications and job-related criteria in the hiring process.

Question 18

Sex-linked job titles:

Accepted Answer

The answer of Sex-linked job titles:
...

Question 19

Which of the following would not create potential liability for the employer if asked
During an interview?

Accepted Answer

Asking why a candidate wants to work for the company is a standard interview question and does not create potential liability for the employer. The other questions could lead to discrimination claims based on disability, religion, personal life, or national origin.

Question 20

Your new boss has asked you to advertise for a job opening at the firm,but said he did not want to hire any "foreigners," by which he means,anyone who is not 100% a Caucasian,and a male.He also insists that you fill the position within one week.You know,from personal experience,that when you advertise this job for only a week,only white male applicants will apply.Given your legal and ethical obligations in this situation (and wanting to keep your job),the best course of action for you to take would be:

Accepted Answer

Reviewing saved resumes from a diverse group and calling them for interviews allows you to comply with legal and ethical obligations while attempting to meet your boss's timeline.

Quiz 4: Recruitment, Applications, and Interviews

Which of the following practices would be discriminatory?

Of these possible means of recruitment,which has the greatest potential to be discriminatory?

It is a violation of anti-discrimination laws to place a want ad indicating a preference based on:

Which of the following interview topics would be considered inquiries regarding an applicant's medical condition?

Which of the following is true regarding fraud claims?

Nepotism and word of mouth hiring:

Which of the following is a difference between employing foreign nationals with work visas for work in the U.S.and employing U.S.citizens?

Which of the following statements is NOT true?

Which of the following is true regarding want ads and job announcements?

Which of the following kinds of advertising is legally prohibited?

Which of the following inclusions in a want ad would be least likely to be considered Discriminatory:

For purposes of determining discrimination in recruitment,the "relevant labor market" is defined as:

Which of the following practices would be discriminatory?

Determining whether discrimination has occurred regarding recruitment requires an analysis of:

In order to prevent discrimination against applicants of protected classes,your colleague decides to note the protected class characteristic of the applicants on their applications.What would be your advice to her?

Sex-linked job titles:

Which of the following would not create potential liability for the employer if asked During an interview?